"Human Resource Planning (HRP) is the process of ensuring that the human resource requirements of an organization are defined and plans are made for satisfying those requirements".
Human Resource Planning (HRP) is the continuing process of systematic planning to achieve best possible use of an organization's most valuable asset - its human resources. The objective of human resource planning (HRP) is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses.
The three broad keys to HRP are, roughly, to:
Know the strengths and weaknesses of your current workforce, both with regard to number & skills etc.
Have a clear strategic plan for the future, and an idea of how the current staff fit in (i.e. fulfill) that plan
If the current staff do not fit it in any way, a plan to alter it to do so.
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These keys are achieved through the Human resource planning (HRP) process, which has four steps:
The Human resource planning (HRP) Process:
Deciding on strategic plans and resultant design of the organization.
Out of these strategic plans, determining the organization's labour demand needs for both the short & longer terms.
Assessing the labour supply situation (both internal and external supply), and in light of it to draw up plans for effectively & continuously filling staffing needs.
Implementing the staffing plans.
The HR plan needs to be flexible enough to meet short-term staffing challenges, while adapting to changing conditions in the business and environment over the longer term. That's why; Human resource planning is called a continuous process.
A human resource (HR) department carries on a number of different functions, all of which are related to a company's employees. This can include recruiting talent, hiring workers, finding candidates for promotions and keeping tabs on future potential hires. The department's role in securing employees for a company all these things are included in human resource planning.
Global overview of Human Resource Planning (HRP)
From the time when World War II and the growth of modern management science, solid business planning has become the key differentiator enabling competitive success. It seems unnecessary to point out that planning for a businesses' most important resource is necessary. As we move through the 21st century where a globalized workforce is the basis of competition we find that the principles of human resource planning are unchanging. Certainly, the how, what, and why of human resource planning change dynamically. The 1980s seem to be a good reference point for this discussion. Business practice had firmly acknowledged HRP as essential after thirty or more years of development; and, looking back over the decades since the 80s reaffirms those concepts and principles.
Introduction of an organization / Company
The company which I have selected for this assignment is The Schazoo Pharmaceutical Laboratories (Pvt.) Ltd. For more than half a century, Schazoo Laboratories has been working to provide health care for the people nationally and internationally. Schazoo has evolved into a diversified health care company that discovers, develops, manufactures and markets innovative products that span the continuum of care from prevention to treatment and cure.
HRP at organization X is a much emphasized area andâ€¦..
(Write about the HRP about that company and how much it emphasizes on HRP)
Develop a Structure
In this assignment firstly, I have explain Huaman resource planning and it support strategic objectives of company____________. Then I will discussed â€¦â€¦â€¦â€¦â€¦.. and finally, I will conclude my assignment in summarized form.
Strategic importance of current, future and anticipated HR requirements
In today's businesses, the right approach and management of the company's employees can greatly affect the company's overall performance. A strategic approach in Human Resource Management is vital especially in growing companies. Starting from right staffing to maintaining performing employees, HR management is key in developing not only the employees, but the whole organization itself.
Organization strategic ability
Human Resources encompass a broad scope in management. Keeping an eye on the company's log-term goals, mission and vision, the development of performance standards is essential to identify potential problems, non-performing employees and compliance to tasks and standards. Minor employee and performance problems should be seen immediately to avoid any future inconvenience and potential problems to the customers and thus become a liability to the company.
Always on Time
Marked to Standard
In the vision for the next millennium, Schazoo is embarking on the program to become a respected & strong multinational company in the healthcare area.
"Schazoo`s mission is to provide quality products according to the international & regulatory standards at affordable prices ensuring customer satisfaction and achieve this by continuously improving quality management system and environmental performance, which is based on, staff training, documented procedures and encouraging operational efficiency in work."
For the continuous development, Schazoo`s management equipped with the right skills in planning, leading, organizing and establishing standards. Developing not only management but also its employees is significant. To keep up with competition, Schazoo gives incentives to its employees with a number of reasons to stay with the company, and do their jobs exemplary well. Their continuous growth, the right compensation and benefits, and work-life balance are just some of the things that motivate employees to perform better, producing better results for the customers and ultimately, the company. This is cost cutting strategy of The Schazoo Pharmaceutical Laboratories (Pvt.) Ltd.
Strategic importance of Human Resource requirements
Human resources are now playing a more vital role in the organizational hierarchy of a company. This is because a carefully implemented human resource policy can obtain a high quality workforce that lets an organization compete on the basis of market responsiveness, product and service quality and technological innovation.
More and more these days the importance of strategic human resource management is coming to the front of many businesses. Strategic means to keep in view the long term results. Strategic human resource management focuses is human resource programs that have long term objectives. Instead of focusing on internal human resource issues, the focus is on addressing and solving problems that effect people management programs in the long run. Therefore the primary goal of strategic human resources is to increase employee productivity by focusing on business obstacles that occur outside of human resources.
Strategic human resource management thus employs strategies that help to improve a business' performance and foster an environment of innovation and flexibility among employees. The most important actions of a strategic human resource manager are to identify key HR areas where strategies can be implemented in the long run to improve the overall employee motivation and productivity to achieve future goals.
1.2 Analysis, how Human Resource Planning impacts on Strategic Plan
Organization Strategic Plan
The strategic plan of The Schazoo Laboratories (Pvt.) Ltd is to provide quality products by maintaining the laboratories according to the international & regulatory standards and by staff training. And, to provide an affordable prices ensuring customer satisfaction to achieve this schazoo will improve its quality management system and environmental performance, which is based on, staff training, documented procedures and encouraging operational efficiency in work by keeping in view its resources.
Human resource planning process
Human resource planning is a process by which an organization ensures that the right number and kind of people at the right place at the right time, and also to ensure that they are capable for completing their tasks efficiently and effectively to achieve the organization`s objectives.
Components of Human Resource Plan
An organization makes the following plans to achieve their goals:
Organization and structure plan are made to specify that who is responsible to whom? Employee utilization plans are made to tell the employees about their job description. Learning and development plans for employees to do their jobs effectively and efficiently. Performance management, motivation plans and reward plans are made for those employees those who perform well then organization gives them rewards and this thing motivate them. Employees' retention and communication plans are also made for employees.
Impact of Human Resource Plan on Strategic Plan
When an organization hires the right number of people at the right time and the right place then it will be easy for an organization to achieve its long term and short term goals and objectives. These long and short term goals are achieved by strategic planning, it means that human resource planning impact on strategic planning of an organization.
2.1 Evaluate the current legal requirements influencing a human resource plan
Fairness in recruitment and selection
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An organization should be fair in recruitment and selection of employees. There should not be an unlawful job discrimination in writing Job description and personal specifications, advertising, devising an application form, short listing, interviewing, testing and final selection.
Fairness and protection during employment
Every organization should be fair with their employees and should be protected the every employee`s rights, such as, maternity rights, adoption rights, parental leave and pay, emergency leave and to do flexible work etc.
Leaving the organization
Fair and unfair reasons for dismissal
The test for whether a dismissal is fair or unfair has two parts, both of which must be satisfied. A dismissal will be fair only if the employer:
Have a valid reason for sacking the employee; and
Acts reasonably in deciding to dismiss the employee
Dismissal of an employee occurs when:
The employer terminates the contract, either with or without giving notice
A fixed term contract ends and is not renewed
The employee leaves, with or without giving notice, in circumstances in which they are entitled to do so because of the employer's conduct.
There are six potentially fair reasons for dismissal. To be fair, a dismissal must be for one of these reasons:
Conduct - an employee's conduct is unacceptable (for example, persistent serious bad time keeping).
Capability - the employee is incapable or not qualified to do the job.
Redundancy - the employee is properly made redundant.
A statutory requirement - for example if a lorry driver loses his or her license necessary to drive a commercial vehicle.
"Some other substantial reason" - the above four reasons cover the great majority of fair dismissals, but a "catch all" category is occasionally used for other circumstances.
Retirement - though this differs from the other potentially fair reasons for dismissal, regarding both the procedure and how 'fairness' is decided.
Dismissal and reasonableness
A dismissal will normally be 'fair' provided the employer has a good reason for the dismissal and has acted 'reasonably' in carrying it out. When somebody is dismissed, they often say they will claim 'unfair' or 'wrongful' dismissal. The terms are often used interchangeably, particularly in media reports, but in fact they arise from very different concepts.
Constructive dismissal means "Breach of Contract by the Employer". A tribunal may rule that an employee who resigns because of conduct by his or her employer has been 'constructively dismissed'.
2.2 Describe a process of recruitment and selection of new staff (external candidates) that complies with the current legislation and organization requirements
Legal and organizational requirement for recruitment and selection are to give the fairness equal opportunity and in recruitment process whereas organizational requirements are demands for replacement or for new jobs.
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:
Posts to be filled
Number of persons
Duties to be performed
Then, followings are steps which involve in recruitment process:
Preparing the job description and person specification.
Locating and developing the sources of required number and type of employees (Advertising etc).
Short-listing and identifying the prospective employee with required characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and testing
Contract of employment
Inducting new employees
3.1 Discuss how organizational culture affects recruitment and retention of staff
There are many different definitions of organizational culture, although almost all of the most widely accepted ones are similar and cover many of the same aspects.
Organizational culture refers to the general culture within a company or organization, and is often also referred to as corporate culture, though that isn't the best description since a large non-profit organization or charity could also have its own organizational culture even though they are definitely not corporations. Here are some of the many definitions of organizational culture that can be found.
Gareth Morgan has described organizational culture as: "The set of the set of beliefs, values, and norms, together with symbols like dramatized events and personalities that represents the unique character of an organization, and provides the context for action in it and by it." Beliefs and values are words that will pop up frequently in other definitions, as well. Norms might be described as traditions, structure of authority, or routines.
Schein's definition of organizational culture is: "A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems." Although the words are different, the two definitions are nearly the same in terms of content.
Effect of organizational culture on recruitment
Effect of organizational culture on retention
Strategic human resource management is also about assessing the company's internal strengths and weaknesses. This is very important as the strengths and weaknesses of a company's human resources have a direct effect on the how a company will do in the future.
So how does a human resource manager implement these strategic plans? In strategic human resource management, an HR manager becomes a very important player in the company, the reason for this being that rather than acting as passive administrators, they play a more proactive role in policy formulation. The HR manager thus becomes a resource manager as he or she will utilize the full potential of their human resources. HR professionals thus become strategic partners when they take part in defining a business' overall strategy.
From the above we can thus see that strategic human resource management is now coming to play a very important role in today's business world. Strategic human resource management is all about strategically managing a business' human resources in a manner that works to the overall benefit of the business.